PlatformDevelop & performDevelopment ManagementNext moduleCompensation Management

Development Management · Skills · Paths · Readiness

Skills and careers, not a spreadsheet on SharePoint.

Competency maps, learning paths, and promotion readiness live next to performance and pay, so development conversations are grounded in what the business actually needs.

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2.1×

More internal moves when paths are visible

35%

Reduction in "stuck" ICs year over year (pilot sites)

1 map

From role to learning to promotion criteria

app.careersome.com / developmentIDP

Development Planning Console

Skills pathways · 212 active plans · 68 completions

IDPsSkills mapLearning pathsMentorsOutcomes

Plan completion68%

Critical skill gaps11

Mentor sessions93

Skill graph updateBackend architecture depth improved in senior cohort

progress +14%validated

Learning path adherenceThree teams behind target milestones this month

nudge sentmanager alerted

Performance linkageDevelopment tasks tied directly to review outcomes

auto-linkedtracked

Development Management

Before · After

Career development, before and after.

How growth is managed, todayBefore

A PDF career ladder nobody can find
Training budget spent on courses that don't match roles
Promotion decisions based on who asked loudest
High potentials identified in a closed spreadsheet
Managers guessing at "what good looks like" next level

Time to fill critical roles internallySlow / opaque

How growth is managed hereAfter

Skills and levels defined once, visible to ICs and managers
Learning recommendations tied to gap analysis
Readiness signals feed calibration and succession
Employees see plausible paths, not vague "growth"
HR sees pipeline health by function and diversity

Time to fill critical roles internallyFaster / visible

How development works on Careersome

Five steps from role definition to ready successor.

Competencies and behaviours per grade.

01 / 05

Built from templates or your existing frameworks, editable without a consulting project every year.

Skills, paths, and readiness, next to performance.

Competencies, learning, and promotion criteria in one record, so development plans match what the business needs, not random course catalog picks.

Competency libraries

Define what "good" looks like by role and level, shared language for managers and ICs.

Visible career paths

Show plausible next steps and requirements, fewer "how do I get promoted?" conversations with no anchor.

Learning tied to gaps

Recommendations align to skill gaps from reviews, not generic annual training mandates.

IDPs with milestones

Track commitments, checkpoints, and outcomes alongside performance, one place for follow-through.

Readiness for succession

Feed readiness signals to succession and calibration, development isn't separate from who moves where.

Pipeline visibility

HR sees bench strength and diversity of pipelines by function, where to invest before roles go external.

Where development connects

LMS, content, and the manager workflow.

Assign learning, book mentors, and nudge completion, without another portal employees forget exists.

LMS / LXPCourse completion sync

SlackNudges & kudos

Careersome appPaths & IDPs

PerformanceGoals ↔ skills

SuccessionBench & readiness

CompensationPromotion pay

StoriesTalent risk read

CalendarMentor sessions

APIContent catalogs

PDFIDP exports

AlertsStalled paths

ZapierCustom hooks

Questions

Before you book a demo, what development leaders ask.

Do we need a full competency model on day one?

No, start from role families and grow. Partial coverage beats a perfect framework in a drawer.

Can we bring our own content?

Yes, SCORM, links, and internal workshops all attach to skills with completion tracking.

How do employees avoid "training for training's sake"?

Assignments tie to explicit gaps from assessments, not a generic catalog dump.

Does this replace our LMS?

It orchestrates learning against career data. Deep libraries can stay where they are, Careersome is the brain that assigns meaningfully.

How do unions or councils review this?

Promotion criteria and appeals workflows can mirror your governance, exports for consultation included.

Map one job family, end to end.

Pick engineering or commercial, we'll sketch levels, gaps, and learning hooks you can show leadership next week.

Book a demo→See pricing